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About The Position

Requirements

• Demonstrates passion and commitment to KIPP’s mission and possesses the desire and ability to uphold KIPP’s Core Values (Focus on Excellent Results, Collective Impact, and Courageous Action)
• Demonstrated record of setting and achieving ambitious goals for their departments in complex or ambiguous environment; uses data, research, and analysis to set a high bar of excellence for goal setting; effectively distributes and redistributes work among direct reports, teammates, and teams to optimizes goal attainments; effectively sets and fosters a culture that enables and celebrates teammates’ achievements and goals attainment.
• Takes calculated risks to test and implements correct, scalable solutions. Addresses the root of problems and removes obstacles from work. Understands how solutions may unearth other obstacles further downstream.
• Effectively uses data to shape teamwide decisions and the learning agenda or evaluation of a function or significant initiative. Able to generate, implement, and evaluate solutions with a focus on scalability and sustainability.
• Effectively articulates case for change to multiple functions, teams, and/or offices through clear and compelling presentations, tailoring communications and engagement approach for different audiences. Effectively translates vision into actionable plans among across team stakeholders; Champions KF and networkwide change with all stakeholders.
• Identifies and leverages opportunities with both internal and external stakeholders to increase impact. Leads successful collaboration across functions and evolves plans to get strong results. Has the interpersonal, diplomatic, relationships building and communication skills to connect and compel teammates across different functions to collaborate effectively toward shared goals.
• 10+ years of progressive experience in equity, diversity, inclusion, organizational development, or related systems-level leadership work, ideally in K-12 education or complex nonprofit environments.
• Proven record of designing and implementing equity-centered systems at scale — policy frameworks, practice guidelines, and measurement approaches that drive organizational accountability.
• Demonstrated ability to advise senior executives on sensitive, complex, and contested issues; strong judgment about when to push, when to partner, and when to hold the line.
• Strong fluency with data disaggregation and equity measurement — able to define what success looks like and drive organizational accountability against it.
• Deep expertise in racial equity, diversity, and inclusion across adult workforce and student-facing practices.
• Strong track record of navigating cross-functional and cross-regional stakeholder environments in high-trust, high-stakes conditions.

Nice To Haves

• Prior practitioner experience in K-12 is strongly preferred (e.g., teacher, school leader, or equivalent role with direct student/family-facing accountability)

Responsibilities

• Set network-wide expectations and criteria for how disparities are identified, named, and addressed — establishing a clear, consistent standard that applies across all regions and all functional areas.
• Embed equity into core planning cycles, progress monitoring processes, and action step routines — ensuring that disaggregation is not an add-on but a built-in feature of how the network monitors and responds to student outcomes.
• Monitor network-wide trends and progress toward equity goals; identify patterns across regions and shape system-level responses, solutions, and learning opportunities.
• Evaluate proposed practices for disparate impact before they scale; build the analytical infrastructure and feedback mechanisms that surface equity risks early and consistently.
• Identify and scale effective practices across regions, ensuring that what works in one context becomes a learning opportunity for the full network.
• Design and implement a methodology – in partnership with Regional Superintendents and Schools Team Leadership - to determine which regions require deeper, structured support based on the severity and persistence of disparities in anchor metrics.
• Bring forward clear recommendations to the Chief Schools Officer on where direct regional engagement is warranted, drawing on data analysis and input from Regional Superintendents through the RAPID framework.
• Once deployed, co-lead equity work in highest-need regions alongside Regional Superintendents and regional senior leadership — guiding strategy, supporting key decisions, and assessing progress with the urgency and rigor the situation demands.
• Interrogate root causes and recommend a clear, measurable, timebound course of action where we see persistent discrepancies in our outcomes.
• Work with Equity Leads to build ongoing regional capacity and ensure that equity work continues with depth and consistency between direct engagements.
• Drive cross-functional coordination across Schools, Operations, Data, Talent, and other functions to ensure a coherent, unified approach to equity across the network — preventing equity from being siloed into a single team or lane.
• In partnership with the Chief Schools Officer and Chief of Staff, ensure that internal Schools Team systems — including data review processes, regional support allocations, and accommodations decisions — are consistent with the Foundation's commitment to equity.
• Collaborate with senior leaders across divisions on strategic planning, executive-level discussions, and network-wide alignment work where equity is a central consideration.
• Develop Equity Leads to support ongoing regional equity work — building their capacity to sustain and deepen the work between direct engagements and over time.
• Support the development of anti-racist leadership and mindsets across KIPP Foundation teams; design and implement professional development opportunities for program staff with an emphasis on closing disparities and building racial equity awareness.
• Model a culture of candor, learning, and accountability on equity within the KIPP Foundation — pairing rigorous analysis with the interpersonal depth that unlocks real change in systems and in people.
• Represent KIPP externally on equity — partnering with sector peers, funders, and research organizations to build the knowledge base and advance the field.

Benefits

• 25 holidays for + 18 days additional flexible PTO days (flexible PTO increases to 23 days for years 3 and 4 and to 28 days for years 5+).
• 100% paid parental leave
• 100% coverage of the premium for employee and 75% for employee + family’s medical/dental/vision plans.
• Wellness benefits such as fitness reimbursements, discounted tickets to theme parks/attractions, backup care support for children and adults/elders, and our employee assistance program
• Finance Security benefits include such as a 401K retirement plan with 4% match, employer-sponsored legal plans, life/disability insurance, and flexible spending accounts